Agile Newsletter June 2023
Managing Your Employees’ Annual Leave
Introduce your Annual Leave Policy
Clearly communicate the company’s guidelines regarding annual leave entitlement – this is usually included within your company handbook including how employees request time off, how annual leave is approved, and any blackout periods.
Encourage Early Planning
Promote proactive planning by encouraging employees to submit their annual leave requests as early as possible. This allows managers to plan and allocate resources efficiently, ensuring minimal disruptions to business operations.
Fair Allocation of Annual Leave
A fair system should be in place for allocating annual leave. Consider using a first-come, first-served basis for approving requests, or use a rotating schedule to ensure fairness among team members. However, it is important to remain flexible and accommodate exceptional circumstances that may arise.
Managing Busy Leave Periods
During busy leave periods, such as Christmas or summer, managing employee leave becomes more challenging. Consider implementing blackout periods where annual leave requests are limited to essential only.
Encourage Leave Balancing
Encourage Leave Balancing Encourage employees to balance their leave throughout the year, rather than taking extended periods of time off consecutively.
If you would like more information or would like us to review/ update your contract of employment & employee handbook, please contact Chelsey@agilehrconsulting.com
Exit Interviews
The meeting should be conducted in a private space with a member of the business with whom the departing employee feels comfortable sharing their thoughts. The environment should be one of confidentiality, openness and trust. This will ensure the employee feels sufficiently confident to provide honest and constructive feedback.
The Value of Exit Interviews
Understanding Employee Turnover
The feedback provided will help you understand the mood of your employees. It will help to identify patterns and trends for reasons for leaving for the business which can then be used to make improvements in areas of concern.
Help to understand employee perceptions of the work
Help to understand employee perceptions of the work – this can include working conditions, general culture, colleagues, management practices and career development.
Improve retention
By acting upon the concerns and suggestions from exit interviews and through continuous efforts to improve you can enhance the overall job satisfaction of your employees and retain valued employees by fostering a positive and supportive workplace culture.
Innovation resource
The feedback data can prove an excellent source of new initiatives and opportunities which you can introduce across the business.
Salary/benefit/competitor benchmarking
You can use this opportunity to ascertain where your departing employees are going and what additional benefits they shall receive in their new role. This will help you to understand how competitive your business is in terms of holiday/benefits/pay packages/advancement opportunities.
Create an advocate for your business
The exit interview is a perfect opportunity to have the employee depart on a positive note. Treating them with respect, listening to their thoughts on the business and being grateful for their feedback can lead to recommendations for potential future employees, future business alliances or recommentations to use your products. The departing employee can become an ambassador, customer and future business partner for your company.
If you would like further guidance with the exit process for your business, please contact Hils@agilehrconsulting.com
Working With A New Line Manger – Tips For Success!
Let’s dive into a topic that affects us all at some point in our careers: working with a new line manager. Change can be intimidating, but it also presents a unique opportunity for growth and collaboration.
So, let’s explore some savvy strategies to help you navigate this transition like a pro!
Embrace the Unknown
Remember, change brings new perspectives and fresh ideas. Approach this transition with an open mind, ready to embrace new possibilities. Treat it as a chance to learn and grow, both personally and professionally.
Proactive Partnership
Take the initiative to establish a strong working relationship with your new line manager. Schedule a meeting to introduce yourself, express your enthusiasm for the role, and share your goals. Proactively seek their insights and guidance, demonstrating your commitment to teamwork.
Communication is Key
Effective communication is the foundation of any successful working relationship. Understand your new manager’s preferred communication style, whether they prefer emails, face-to-face discussions, or regular check-ins. Adapt your approach accordingly and be proactive in sharing updates or seeking clarification when needed.
Understand their Vision
To align your efforts with your new manager’s expectations, gain a clear understanding of their vision for the team and the organization. Seek clarity on priorities, goals, and any changes in direction. This understanding will enable you to focus your efforts strategically and contribute effectively.
Show Your Flexibility
Adaptability is a prized skill in today’s ever-changing work environment. Be open to new processes, methodologies, or approaches your new manager brings to the table. Embrace change with a positive attitude, demonstrating your ability to thrive in dynamic situations.
Cultivate a Feedback Culture
Actively seek feedback from your new line manager to gauge your progress and identify areas for improvement. Be receptive to constructive criticism and use it as an opportunity to develop your skills further. Likewise, provide feedback when appropriate, fostering an environment of continuous growth and development.
Remember, working with a new line manager is a shared responsibility. Embrace the change, communicate effectively, and strive to build a strong partnership. By doing so, you’ll not only enhance your professional growth but also contribute to a thriving and collaborative work environment.
If you would like further guidance with the exit process for your business, please contact david@agilehrconsulting.com
