Your Employee’s Life Cycle
Every employer knows the value of good staff. With good staff comes improved culture, increased profitability, customer retention, and terrific brand awareness.
There will be many significant moments during your employee’s employment – from learning curves, promotions, and even social interactions. But for you, the employer, their employment can be broken down to three crucial stages.
Hiring. Retaining. End of Employment.
Each of these stages greatly impacts various aspects of your business, from finances to staff morale. Below, we break down the key documents and practices you need to be across so that both your business and employees are impacted positively in every stage.
Stage One: Hiring & Onboarding
It is essential to map the right journey for your employees from the very start of their employment. To guide them throughout, ensure that they are engaged and committed and have opportunities to grow and develop their skills and careers.
Here are four essentials that you should incorporate in the first stage of your employee’s journey:
(i) Employment Contracts
(ii) Employee Handbook
Stage Two: Retention & Employee Performance
Retaining the right employees is a big struggle for businesses. Katie Acheson, the CEO of Youth Action, said: “Millennials will have five different careers and 17 different jobs at the minimum…”
This is an unsettling statistic for business owners as in just a few years, by 2025, millennials will make up 75% of the Australian workforce.
One of the ways you can retain employees is by ensuring that they are gaining more than just an income from their jobs. There needs to be a sense of growth and fulfilment. A non-costly way to do that is through managing employee performance. This will demonstrate to your employees that you are invested while also ensuring that you stay competitive in your industry.
Below are three straight-forward yet effective methods that we personally use at Employsure:
(i) 360 feedback
(ii) Management by objectives
(iii) In-house training and development courses
Stage Three: End of Employment
An employee’s journey in your business will eventually come to an end. The reasons can be varied with different degrees of acceptance and neutrality. It could be initiated by the employee (resignation) or by you, the employer, (termination)
This is an area of employment that is so important and often quite detrimental to a business if done incorrectly. So you need to understand your employees’ entitlements, as well as the relevant legislation.
Resignation is the termination of employment initiated by the employee. That is, the employee voluntarily decides to end their employment and clearly communicates that decision to you. Two key things to keep in mind here are:
(i) Suitable notice period
(ii) Time period for final payment
While there could be many reasons behind terminating an employee, there are commonalities as well. In nearly all circumstances, you will need to provide employees with a minimum notice period (or payment in lieu of this notice period) if they are going to have their employment terminated. There are also certain best practice processes that should be adhered to in most situations, such as a preceding disciplinary process.
Need more help?
We have put together this free toolkit that shares step-by-step advice for all three stages: from onboarding for success, managing performance for retention, and different criteria for ending employment (resignation, redundancy, termination).
Download Employee Life Cycle Toolkit Here.
Employsure supports over 25,000 small businesses in every stage of their employee’s life cycle. We ensure that your business is protected with the right employment contracts, provide advice on managing difficult employees – right down to terminating employment correctly.
Be confident in running your business. As an Employsure client, you will receive tailored documents for your business and have dedicated advisers 24/7 to provide immediate answers to any questions you may have.
– Jonathon Grealy, Niche Reform