6 ways that preventative HR can save you time, money and hassle
Lots of business owners don’t want to invest in preventative HR. They’d rather just pay for HR consultants, like us, to fix issues as they arise.
This is great for us, as it creates a lot of high-value, billable work. However, this way of thinking is not great for you as a business owner!
It’s short-sighted and far more expensive for your business than preventative HR, in terms of time, money and the hassle and stress factor.
That’s why we encourage you to take a long-term, preventative approach to your HR, and we’ll show you 6 areas of HR, where being preventative pays for itself.
Let’s get started…
- Staying legally compliant
When businesses take a reactive approach to compliance, it’s very likely that you’ll end up at an Employment Tribunal paying thousands of £££ in legal fees as well as any ward being made to the employee.
Staying legally compliant isn’t just a tick-box exercise. It’s about protecting yourself and your business from future legal issues, rather than scrambling to react when something goes wrong.
If you are working with Meraki HR, we will take preventative steps to:
Review your contracts and policies regularly: We will make sure they reflect current laws and best practices.
Stay updated on employment law changes: We will keep track of updates, like minimum wage increases or new flexible working regulations and via our newsletters and workshops, keep you infirmed of these changes.
Conduct audits: We will regularly review your HR processes to identify and fix gaps.
Train your staff: Ensure that your employees and managers understand key policies, like harassment prevention and data protection.
- Train your managers to lead effectively
You know what they say…”People don’t leave jobs, they leave people”.
Great managers will help your business to thrive. Bad managers will put your business into survival mode. That’s why it’s essential to train your managers to be great leaders.
By working with Meraki HR, we will help;
Your Managers to navigate difficult conversations and provide clear, consistent feedback.
Train your Managers to resolve conflicts quickly and professionally.
Your managers to understand Employment Law basics: Ensure that they understand core laws around discrimination, harassment and employee rights.
With Performance Management: Teach managers to set expectations, provide feedback and address underperformance fairly and legally.
- Prioritise employee wellbeing
Supporting your employees’ wellbeing isn’t just good for them—it’s good for your business. A healthy, happy workforce is more productive and less likely to leave.
By working with Meraki HR, we will help you;
To encourage work-life balance: Discourage overworking. Can you offer flexible working options?
Provide mental health support: Offer cost effective resources, like counselling services or employee assistance programmes.
To create a positive workplace culture: Recognise achievements, celebrate milestones and promote inclusivity.
Monitor workloads: Prevent burnout by addressing excessive workloads promptly.
- Develop and enforce clear policies
Clear policies help you to set expectations and handle issues consistently. They also protect your business by ensuring that everyone understands the rules.
By working with Meraki HR, we will help you to:
To develop Grievance and disciplinary procedures: Outline how complaints and misconduct will be managed.
Create an EDI policy: Show your commitment to diversity and protect against discrimination claims.
Put in place a Health and safety policy: Meet legal requirements and keep employees safe.
Create a Remote/Hybrid working policy: Define expectations and boundaries for remote or hybrid working employees.
- Manage performance
Addressing performance issues early prevents them from escalating and impacting your business. Proactive performance management ensures that your team is productive and aligned with your goals.
By working with Meraki HR we will make sure you are;
Setting clear expectations: Employees should understand their roles and responsibilities from the start.
Providing regular feedback: Don’t wait for annual reviews—offer ongoing guidance and recognition.
Supporting your people’s development: Offer training and mentorship to help employees to grow.
- Encourage open communication
Encouraging open communication helps you to address concerns before they become bigger issues. It also builds trust and boosts employee morale.
By working with Meraki HR, we will help you to;
Hold regular 1-2-1s: Give employees opportunities to share feedback or raise concerns.
Use employee engagement surveys: Gather honest insights through anonymous surveys.
Be approachable: Ensure that managers have an open-door policy.
Act on feedback: Show employees you value their input by implementing changes where possible.
Be proactive, not reactive.
Preventative HR is about really getting to know and understand your business and at Meraki HR, we work closely with you to make sure there are no fires to put out! If you want to chat to us about anything people related, you can book a meeting with us here.
