Human Resources Management


Human Resources Management

To ensure that your team performs according to expectation, management has to fulfil key responsibilities.

Management has a responsibility to inform the team of what is expected of them - not only as individuals but also as a group.

A recognised tactic is to create a mission for each of the departments or teams in your business.

The mission could be in the form of a formal mission statement, a mission for the week or month or all of the above.

Mission statements don't always have to be extravagantly worded.

They can take the form of a simple outline of a project with both a qualitative and quantitative element.

Motivating Employees

It is a fact that businesses around the world are being restructured and re-engineered just to stay ahead of break-even.

If business cannot become leaner, more agile and ever more adaptable, they cannot hope to remain competitive.

What about the impact on employees?

Restructures and outsourcing can leave employees feeling increasingly insecure about their careers, dubious about any promotional opportunities and with no job satisfaction.

This potentially leaves a business with an unmotivated, unenthused and inefficient workforce.

How do you find harmony between your businesses becoming a lean goal orientated business while maintaining your employee's job satisfaction, lifestyle, and introducing outsourced providers into the team?

The answer is effective COMMUNICATION of goals, expectations and performance. Not just once a year, but every day.

The key is to find out what makes your service providers and employees get up in the morning.

Understanding behavior has been a subject that has been extensively written and discussed as a driver for profit improvement.

Meetings at the beginning of each week form the platform for employees to contribute to making key decisions.

Motivation will also be improved where team leader supplies regular feedback on performance and deadline importance while asking employees for their opinions and input into key projects or tasks.

Get to know your employees

When was the last time you took any interest in your employees' lives? Just asking your employees what they want out of their working life is a powerful motivator.

Get to know your employees and find out what makes them tick. You will soon find out how to best reward each individual to maximise performance.

Provide your employees and third Party Providers with the best tools and environment

Nothing is more de-motivating than working with old machinery, old technology or in a dingy environment.

Investing in top line equipment improves efficiency, creates an atmosphere of optimism and pride and reinforces to employees your long-term commitment to the business.

Have presence

Employees need leadership, which requires the presence of the leaders themselves.

Throughout history leaders like Winston Churchill, Napoleon and William Wallace all recognised the importance of being with the troops or the people at the coal face.

Frequent contact with their managers, however brief, communicates that the employees' efforts are important and recognised by management.

Encourage a passion for deadlines

Many businesses write annual plans with well thought out commentary, detailed goals, action plans and deadlines.

In many cases the day-to-day business activities take over, meaning deadlines come and go or are totally forgotten and not measured.

Deadlines must be supported from the top of the business down.

Management must provide systems to ensure that a company-wide planning system is in place.

Every activity delayed or forgotten costs the company money.

Loud Noise Principle

A recognition and review process must take place. This is referred to as the "Making a Loud Noise" principle.

Management and team leaders must display an interest and level of concern in meeting deadlines.

If you do not comment on a deadline being missed, then you cannot expect employees to be concerned.

Team leaders must be vocal in expressing satisfaction or dissatisfaction otherwise the corporate culture of "it doesn't matter" starts to creep.

Excuses such as "I was too busy to get it done", or "You do not understand how much I have to do," are offered every time a deadline is missed.

The whole team must view the process like a game of football. Every time points are scored, the business should congratulate its employees.

If a business drops the pass before the goal line and does not achieve a set objective, the business and the team involved should feel a sense of disappointment.

Every time a deadline needs to be postponed, all members of the team should feel passionate that they are not performing well, and attempt to get back on track.

No excuses, no procrastination

Don't let excuses and procrastination dominate your business.

Implement effective management systems to allow you to overcome these two productivity barriers.

Are the team members and managers lazy?

Both managers and employees can lose focus. Lack of focus can be caused by laziness, but more often, it is the result of ineffective management of time and tasks.

Even in business that regularly meet targets, you will find that people are busy.  It is just that they are focusing on the wrong things.

There are three basic ways to become more effective:

Adopt a "Can Do" attitude;

  • Accept responsibility (i.e. not passing the buck);
  • Prevent distractions by less important priorities.

In addition, managers and team leaders need to:

Don't Accept Excuses;

  • Focus on deadlines and regularly communicate them to team members;
  • Develop a reward and recognition process;
  • Develop consistency in rewards and incentives.

If you look around most offices, you see a group of dedicated, highly motivated, hard working people.

However, if left to their own devices, three quarters of the staff would be relatively ineffective by the company's documented standards.

As unfortunate as it may sound, the reality is people require leadership and guidance.

Even your top managers at times need to be given direction.

In some business, even if all the staff has a "Can Do" attitude, problems may still occur because of distractions by less important competing tasks.

A popular analogy is two teams on a football field.

  • One team beats the other but both walk off the field exhausted.
  • Physically, both teams worked as hard as each other, yet one achieved its goal and the other failed.
  • The only difference was that one team was more focused on the priorities of getting the ball across the line…and that is the difference between success and failure.

Excuse Culture

In order for an business to be successful, the excuse culture must not be tolerated. An excellent book on the subject is "Let's Get Results, Not Excuses" by James Bleech and David Mutchler.

This provides a great level of detail into the "Excuse Culture" that the author’s claim dominates corporations.

A culture needs to be developed which supports action, not excuses. It is also believe that the "Can Do" attitude and creative problem solving are linked.

Deadlines will blowout if people do not have the ability to focus and solve problems in a creative manner.

In a situation where a person is asked to complete a task before the next meeting, they will often wait until the actual meeting to mention something like, "I couldn't do it because…" If that same person knew an excuse would not be accepted, there would be greater incentive to complete the task or creatively solve the problem.

The "Excuse Culture" How to get things done!

Businesses need a reminder system.

Business priorities and plans can be overshadowed by the day-to-day activities of the operation. 

Fire fighting often absorbs us to the extent that major deadlines can be missed and forgotten.

In the perfect world, a business should develop a reminder system to help with deadlines.

This would constantly remind people of the tasks at hand (e.g. launch a new product or book some advertising).

A reminder system keeps everybody focused.

Management in a nutshell

Successful management is not only coming up with ideas but also ensuring the business implements the changes.

Do you know to manage your warehouse staff?

Is your Warehouse managed to meet the needs of your customers?

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