In the heady days of starting up the business and having a few employees the sense is that trust and common sense will prevail. You are small enough to be able to spot and deal with problems quickly so don’t need lots of policies and procedures.
Probably true.
Legally an employer only has to provide policies relating to the discipline and grievance procedures. Hardly the sort of policies you want to send out with your employment contract offering someone a job.
So what to do?
Download our White Paper on how to deal with this conundrum in a pragmatic way.
Or do nothing.
However:
- What happens when someone goes off sick for a few days?
- What if an employee sounds off about the company on social media after a good (or bad) night out?
- What if an employee is regularly turning up late for work?
- You have missed the end of the probationary period and an employee is under-performing.
- What do you do if a new starter tells you she is pregnant.
- What do you do if a customer suspects that one of your employees has an addiction problem?
- What do you do if your sales person tells you that they have spent the weekend playing golf on an all-expenses paid trip in Spain with a key prospect that will give cash flow a significant boost?
It helps if you know the rules. But you can’t be expert at everything. So you need to understand the process of what to do in any of these situations and not let emotions get in the way. You are human.
If you want immediate support because one of these situations has occurred and you want a pragmatic solution then click here or if you want to think this through via our White Paper click here.
