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Category Archives: Human Resource Management

Hiring A Contractor? Do Your Due Diligence!

As a small business owner, at some stage, you will probably be hiring a contractor. You may need extra labour for a short period of time, or hiring a specific skill for a specific project or task. It sounds simple, but it's not as simple as it sounds! There are a number of legal, tax and performance issues that you really need to be aware of, and you need to do your due diligence before you are the subject of a tax dispute, or you are in a legal dispute with the contractor because their work was not up to what you expected. Let's break down what you need to know. (more…)...
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Rethink Staff Annual Reviews

As a small business owner, you are probably glad to hear that the trend amongst large businesses is to do away with the staff annual review. Let's be honest, you probably weren't doing them! But I think before you celebrate, we should take a look at why large businesses are cancelling the staff annual review systems. (more…)...
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Outsource for Efficiency

Once upon a time, running a small business was relatively uncomplicated. Not easy, but uncomplicated. You were good at something. You saved or borrowed some capital. You set up procedures that focused on doing what you were good at, which was what drove the business, and then you hired people who could do the supporting functions like keeping the books. As you progressed, you hired some contract specialists like tax accountants, or you hired contractors to do things you didn't want to do like clean the office every night. (more…)...
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Create A Feedback Culture In Your Business

One of the consulting assignments I most enjoy is working with all the people in a client's business. Often, when I am helping Directors prepare a strategic plan, or Managers work on their business plans, I only work with these Directors and Managers, or sometimes owners and other stakeholders. Rarely do I get to work with the company as a whole unless I am working on a change management assignment involving restructuring, systems, people and culture. But of course, even when I don't work with people below management level, I meet and interact with the other employees, and see a vast range of cultural phenomena. Even in driven and well-led companies, I sometimes see an underground layer of tension. Leaders need to recognise that some people feel intimidated by strong leadership and despite being invited to, do not voice their opinions. They have to be invited to do so and be given the opportunity to see that feedback from them is welcome and positive. (more…)...
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OTS Management