Have robust contracts and staff handbooks in place that are RIGHT FOR YOUR BUSINESS and align to the business you want to create.
Set them and then aim to ‘forget’ them (hear us out on this one) and then focus on managing. We pride ourselves of being pragmatic and realistic. So, when we say, ‘set and forget’, we mean that contracts should be fit for purpose, fair, protect your business and be realistic and pragmatic.
But great contracts don’t replace good management. What you should have in place are bespoke contracts and handbooks that set out clearly what it means to work in your business – what your employees can expect from you and what you expect in return. So they are there to deal with issues when (and they will) come up.
We recently heard from a business owner who had downloaded their employment contracts from the internet. When they had absence issues with an employee, out came the dusty contracts. Were they clear on disciplinary processes? Were they clear on how booking holidays work? No. Did the firm and the Directors in particular, leave themselves open to claims and tribunals? Yes.