Disruptive HR

The best way to infuriate a new hire...   (And send them running!!)   If you hire someone, it means you believe they can do the job.   So why the "trust is earned" nonsense?   It just shows you don't trust your OWN decisions.   Advice to leaders 👇   The moment you bring someone on board, trust them. Don’t make them jump through hoops to prove themselves.   Trust builds a strong, motivated team. But how do you really do it? It's as simple as this:   1. Stop Micromanaging ↳ Instead of constantly overseeing every detail, delegate tasks and TELL THEM YOU TRUST THEM.   2. Avoid Over-Scheduling ↳ Rather than dictating every moment of their day, give employees the freedom to manage their own schedules.   3. Be Transparent ↳ Replace secretive behaviour and eliminate any uncertainty with open and honest communication.   4. Seek Their Input ↳ Rather than imposing your own ideas, encourage employees to share and develop their own.   5. Embrace Failure ↳ Stop penalising mistakes and support calculated risk-taking.   6. Listen More Than You Speak ↳ Actively listen to your employees instead of dominating conversations.   7. Demonstrate Interest in Their Lives ↳ Rather than always talking shop, show genuine interest in your employees' personal lives and well-being.   8. Empower Them ↳ Stop them asking you for permission for everything; empower them to make decisions on their own.   9. Be Consistent ↳ Maintain consistency in your behaviour, even on off days. Avoid being unpredictable.   10. Give Them What They Need ↳ Provide the information and resources necessary for success. Don't withhold crucial information.   11. Grow Them ↳ Focus on them, not just yourself, by supporting and funding their development opportunities.   12. Focus on Outcomes Not Hours ↳ Monitor the outcomes and results employees achieve, not the number of hours they work.   Trust isn’t just a reward for good performance, It’s a foundation for it.   Do you agree?   ♻️ Share with someone who needs to see this today!   And follow Rob Dance for more LinkedIn content like this!

What really matters 🔥 While perks like pizzas and bean bags can add to workplace satisfaction, they do not address the core needs that drive long-term engagement and loyalty. Respect, fairness, and tangible benefits form the foundation of a positive and productive work environment. Here’s a deeper dive into why these elements matter and how to address them effectively: 1. Respect and Fair Treatment: * Valued Input: Employees want to feel that their opinions and contributions are valued. Actively listen to their ideas and feedback, and show appreciation for their efforts. * Fair Recognition: Ensure that recognition and rewards are based on merit and not on personal biases or favouritism. Fairness in acknowledging achievements builds trust and motivation.
 2. Equitable Opportunities: * Career Growth: Provide clear and fair paths for career advancement. Employees seek opportunities to grow and develop professionally, not just to be given perks. * Equal Access: Ensure that all employees have equal access to training, promotions, and resources, regardless of their background or position.
 3. Competitive Compensation: * Market Rates: Offer competitive salaries and benefits within your industry. People expect to be fairly compensated for their skills and contributions. 4. Work-Life Balance: * Flexible Policies: Implement policies that support work-life balance, such as flexible working hours or remote work options. This shows respect for employees' personal lives and commitments. * Supportive Environment: Create a supportive environment that understands and accommodates personal and family needs.
 5. Well-being: * Workplace Safety: Ensure that the workplace is safe and conducive to health, addressing physical and psychological safety concerns.
 6. Constructive Feedback: * Regular Reviews: Conduct regular performance reviews that provide constructive feedback and guidance. Employees appreciate clear direction on how to improve and succeed. * Open Communication: Foster a culture of open communication where employees feel comfortable discussing concerns and seeking advice.
 7. Autonomy and Empowerment: * Trust and Responsibility: Give employees the autonomy to make decisions and take ownership of their work. Trust in their abilities fosters a sense of empowerment and engagement. * Encouragement: Support innovative ideas and provide the resources needed for employees to take initiative and lead projects.
 8. Recognition Beyond Perks: * Personal Appreciation: Show genuine appreciation for individual contributions through personalised recognition, rather than relying solely on material perks. * Team Celebrations: Celebrate team successes in meaningful ways that align with the team's values and achievements. ♻️Reno Perry

Interested in increasing your impact as an HR Business Partner? We have just the thing with our HRBP Programme. Our virtual training programme is spread over 4 consecutive weeks and includes a weekly live webinar (12.30 - 14.00 BST UK time) delivered by Lucy Adams and Karen Moran, Founders of Disruptive HR. Discover the very latest thinking in HR, trends, examples from progressive organisations and practical ideas you can try out in your role.     Also included is a FREE annual membership to our Disruptive HR Club (worth £490.00+VAT/year). Starts 3 October 2024. Don’t forget, we can offer a 10% discount for five or more bookings from one organisation. Book your place through this link: https://lnkd.in/e_egV9TY #Business #Partner #Training #Disruptive #HR