For most businesses, employees are their most significant investment. A growing, successful business must make the staff their most valuable asset so that this investment pays off. This means having employees who work to high standards, are committed to delivering exceptional service and contribute to the overall success of the business. In this blog, our expert employment law solicitors at Walker Foster explore practical steps employers can take to boost employee productivity.

What is the importance of a proactive approach to staff management?

As an employment lawyer working with small to medium-sized and owner-managed businesses, I am often asked for advice on handling staff issues when problems arise, such as dealing with misconduct, addressing a drop in performance, managing increased sick leave or responding to harassment complaints.

Fewer businesses seek advice on how to get things right or how to maximise their staff’s potential. This is sometimes due to cost, but more often because business owners have limited time. For many, staff management is a secondary concern, not the reason they started their business. It doesn't inspire them in the same way as the service or product their business is built on and where their professional expertise lies.

However, in my experience, employers who take a proactive approach to staff management generally feel more confident and satisfied in their role as people managers, as well as business owners. When employee issues do arise, they seem less daunting

How can employers optimise their staff productivity?

Here are five straightforward ways employers can be proactive and get the most out of their staff:

1. Establish clear written contracts: provide written contracts that include statements of terms and conditions provided on or before the first day of work. A well-drafted contract clearly outlines the rights and obligations of both parties, reducing the risk of disputes and making it easier to address challenges. It also signals to employees that they are working for a serious employer committed to doing things properly.

2. Develop tailored disciplinary rules: rather than a generic approach, disciplinary rules should be tailored to the specific business and working methods, leaving no doubt about what is permitted and what constitutes misconduct. This reduces the likelihood of misconduct and makes it easier to discipline employees when necessary, avoiding disputes over what behaviour is acceptable.

3. Implement disciplinary and grievance procedures: these are a legal requirement and help employers apply a fair process, reducing the risk of Tribunal claims and increased compensation. These procedures also reassure staff that issues will be handled seriously, fairly and consistently.

4. Introduce relevant policies: with the rise in homeworking and hybrid working, having clear policies can define how these arrangements will function. Such policies make it easier for employers to offer flexibility, helping to attract and retain top talent. Social media policies can guide employees in promoting the business online while reducing the risk of reputational damage. Equality and diversity policies, backed by proper training, foster the right workplace culture, reducing the risk of discrimination and earning employee respect and loyalty. These are also the first documents a Tribunal would expect to see in the event of a discrimination claim.

5. Hold regular informal catch-ups: regular catch-ups with staff can help identify early signs of stress or performance issues, allowing for timely support before problems escalate. These meetings are a simple, low-cost way to make employees feel valued and integral to the business, boosting loyalty and commitment, reducing short-term sickness, encouraging fresh ideas and maintaining a positive workplace culture.

How we can help

In addition to assisting with major issues when things go wrong, at Walker Foster we can support employers in taking proactive steps to manage their staff effectively. We work alongside business owners to address everyday challenges and provide direct help and advice. For businesses with an HR manager, we offer technical employment law expertise and guidance on suggested courses of action when needed.Get in touch, we’d be happy to assist you in optimising your staff management processes.