Have you made the decision to work with an HR consultant to tackle people management issues within your business? This could be an excellent choice, and a tactic that could really pave the way for sleeker and more efficient working practices in the future. If you don’t have the resources at the current time to have your own in-house HR expertise, using the services of an experienced HR professional can offer the best of both worlds. You get flexibility, affordability, and most importantly, results.
It’s important though that you understand what you can expect along the way, and how you can get the most out of the working relationship. You’ll want to ensure that you get the best return possible on your investment, so it’s time to start planning and thinking about how you’ll get the outcomes that you want from this relationship. Here’s my three tops tips for success.
1. Be upfront and honest
If you know that there are problems within your business in terms of people management, this can be a difficult pill to swallow. Perhaps you’ve let things slide in terms of key policies such as absence management and disciplinaries, or maybe you haven’t been giving your line managers the tools they need to excel in their roles.
Whether it’s minor or altogether more serious, be upfront with your chosen HR provider. They can’t solve problems if they don’t have all the information! Though they’ll unearth the issues after a little time getting to grips with your business, you’ll save time and money by being as honest as possible from the beginning – even if this feels a little uncomfortable!
2. Think beyond firefighting
Many people decide to bring in an HR consultant because they have a specific problem that needs to be dealt with right away. That’s fine, but think about what this says about your people practices at the moment. It’s likely that there’s some room for improvement.
Rather than using an HR consultant as a quick fix, consider how you can harness their expertise to sharpen up your people policies, procedures, and your organisation’s cultural issues, so that serious issues are less likely to arise in the future. Using an HR consultant to fight fires is sometimes essential. However, if you can look beyond this approach, you could ensure your people practices are the best they can be, and that you’re using your HR consultant to help you to deliver your business goals. All of these things will in turn, minimise any future employee relations issues.
3. Consider how you can create a longer-term relationship
Having an HR expert on your side can offer real peace of mind. If you don’t want to recruit a permanent member of staff to take care of people management in your business, or you simply don’t have that level of need at the moment, consider working with a consultant on a retainer basis.
This will mean that you’re less likely to run into problems again in the future, and if you do, you’ll have someone on hand to help you to navigate your way through the process. Savvy HR consultants can bring a lot to the table, and in many cases, can completely transform the way you run your business. Think about it this way – the next time you have an HR matter that you need assistance with, wouldn’t you prefer to have a professional on hand who’s already familiar with your business and the way you operate? But be sure that you consider your role in the process though, and follow our tips on how to get the most from this relationship.
There are options available for most budgets, so be sure to check out what may be suitable for your needs by contacting me for a free no obligation chat about how I can help you and your business.