In the dynamic landscape of business, the daily challenges of managing people can be overwhelming. Reacting to day-to-day issues often takes precedence, leaving little room for strategic planning. This is where the power of systemising your regular people processes comes into play. From salary reviews to team celebrations, each process plays a crucial role in fostering a healthy and motivated workforce. In this blog, we’ll explore how systematic approaches to key people processes can help you stay ahead of the curve. Here are some insightful tips for streamlining these hr management processes:

Salary Reviews and Benchmarking:

Systemising your salary review process involves setting clear timelines and criteria for assessments. Regular benchmarking against industry standards ensures that your compensation remains competitive. Implementing automated tools for salary calculations can help maintain consistency and transparency. Unless set by industrial instruments (i.e. you have to ensure award increases for award-covered staff in July if you pay by the Award), think about the best time of year when you may do this. To avoid regular queries from team members, defining your processes around this will assist with requests outside of your process. 

Performance Development:

Foster a culture of continuous improvement by integrating performance development into your system. Regular check-ins, goal-setting sessions, and feedback loops contribute to employee growth. Implementing performance management software can streamline the tracking and evaluation process, promoting clarity and objectivity if you have the capability to manage the system. When reviewing which Performance Development Review process is appropriate, you need to assess the skill level of the team, the resources to manage the process properly, why you want to do them and what they may be linked to. In our experience, every company is different but if you answer these questions, you can tailor a process to your organisation in advance that delivers results and is seen as beneficial to your team. 

Probation Processes:

Systemising your probation processes will assist in setting team members up for success and ensuring regular two-way feedback to help pick up early on any areas that need to be corrected by either party. We recommend setting time from Day 1 at 1 week, 4 weeks, 3 months and 5 months to regularly check-in with new team members where applicable. 

90 Day sprints or regular rhythms of work

Defining the best period of time to set objectives for can assist in getting clear work sprints in place. If you get your periods right, it also enables the organisations to pivot (subject to performance) to ensure teams do not get to the end of the year and miss goals. Automating the tracking of key milestones can help celebrate milestones and/or reset areas in a planned, proactive way rather than building pressure or disappointment towards the end of periods. 

Feedback Processes:

Establish a systematic approach to feedback, incorporating regular one-on-one sessions and structured performance reviews. Implementing a feedback platform can centralise communication and create a culture of constructive criticism, fostering continuous improvement.

Managing Appreciation and Recognition:

Recognition is a powerful motivator. Systemise your appreciation efforts by creating a structured recognition program. Implement a platform where employees can be acknowledged for their achievements, and consider incorporating peer-to-peer recognition to enhance team dynamics.

Celebrating Team Activities:

Team-building activities are essential for a cohesive workplace culture. Systemise your approach to team celebrations by planning structured activities and events (i.e.one per quarter). Utilise tools to gather feedback on preferences, ensuring that activities resonate with the team and contribute to a positive work environment.

Other Tips for process systemisation:

1. Automation is Key
   Leverage technology to automate repetitive tasks, allowing your team to focus on strategic aspects of people management.
2. Clear Communication
   Ensure that your team is well-informed about the key people processes you have in place. Clear communication enhances understanding and compliance and reduces surprises.
3. Regular Evaluation
   Periodically review and refine your processes. Embrace a mindset of continuous improvement to adapt to changing needs and trends as well as reviewing whether your processes are returning what you hoped they would do. 
4. Training and Support
   Provide training on the adopted systems and offer ongoing support. This ensures that your team is equipped to navigate the processes effectively and get the most out of them. 

Conclusion:

Systemising your regular people processes is a proactive step toward creating a workplace that thrives on strategic planning rather than reacting to daily challenges. From salary reviews to team celebrations, these processes contribute to a well-functioning, motivated, and cohesive team. By incorporating these tips and embracing defined, systematic approaches, you can elevate your organisation’s people management practices, fostering an environment where both individuals and the collective team can flourish. 

At BespokeHR, we specicialise on human resources solutions focusing on a wide range of strategic, operational and management expertise across all areas of People and Culture, performance and business improvement, organisational effectiveness and general leadership, training and coaching.

Our breadth of skills and experience enables us to tailor our services and approach to meet your specific needs. It’s the way we work everyday with hundreds of our clients.

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