By Alexandra Thompson, HR Manager, Harvey Water Softeners
A small and medium-sized enterprise’s (SME) sustained growth must be supported by its adherence to a company vision and its desire to be the best employer for its employees.
- Keeping the company spirit at heart.
When faced with a new opportunity or a HR issue, your company should be asking itself the following questions:
Is this the type of business we want to be? Is this appropriate for our family run/ SME/ start-up business? Is this the company way?
- Top-down trust and respect
- Gathering as one.
These events, such as a BBQ hosted for employees and their families or an annual Christmas meal, are equally important occasions for recognising the work of employees and thanking them for the contribution that they have made to the company’s growth.
- Training for growth
By investing time in planning forward-thinking training programmes from the start of the growth period, HR departments can ensure that personnel have the skills necessary to implement the next stage of growth. The following question should be continuously asked by directors and managers: “Do our staff have the ability to carry out our vision?”
Periods of growth are also great periods of change for a company and its staff. It’s therefore crucial that employees have a forum to raise their concerns and suggest further training that they feel would benefit them in their changing roles. The outcome of such a conversation could be increased skills based learning or the introduction of an e-learning programme.
- Essential paperwork only!