Mantras For Hiring, Firing and Everything in Between

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“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”  – Richard Brandson

Managing employees is one of the trickiest aspects of running a business and can get daunting especially if you are a young organization. Mr. Shailendra Raj Giri, Managing director of Merojob, Real solutions and Rojgari services gave us some HR mantras to manage hiring, firing and everything in between for a productive and happy workforce.

Hiring

  • Create a reputable brand: Most people won’t accept a job offer from a company with a bad reputation. The brand of the company and how it’s perceived in news and media will play a critical role in how well you will attract talent.
  • Don’t hire someone you know personally: The whole idea of hiring someone you know may sound easy and effective at first, but it will soon backfire when the blurry line of personal and professional becomes even blurrier. The last thing you want in office is dispute because you have a close relative in your organization. Imagine your cousin taking you for granted in the office or aunt complaining about how you are strict with her son to your relatives.

Managing Employees

  • Workplace environment: Given that an employee spends most of his waking hours at work it’s important that they ‘like’ where they work. So keep a check on the following – workplace safety, noise, sanitation, availability of food & water, optimal workspace & resources, work culture, and disciplinary measures.
  • No Special Preference: Do not mix emotions and business. Adhere to the organization rules and policies that you may have constructed thoughtfully giving clarity to employees on what is acceptable from what is unacceptable. Even a hint of favoritism can cast ripples of discontent among your entire workforce hampering work culture and thereby their work output.
  • Follow the laws: A multinational or local, an age-old business or a startup, the law of land holds everyone equal. Many startups ignore the law regarding salary, reimbursement, tax, insurance and are later sued for it. In Nepal, the Labor Act 2074 AD covers the laws for employees.
  • Proper training and development: Since each person comes with their own ideology, problems, and jobs, it’s advisable to have personalized assessments and personal growth and development plans
  • Financials and wellness: Denying the possibility of appraisal, delaying payment or even not maintaining the minimum wage standard lead to employee loss of morale and productivity
  • Career growth or the lack of it is one of the most common reasons for employee exits. The relevance of job, growth opportunities and appraisal system are all important to retain talent long term in your organization

Employee Separation :

As frustrating as it may sounds, it is very difficult to fire an employee under the new labor act in Nepal. Hence it’s only logical to avoid it completely by

  • Hire the right candidate for the job: Investing time and effort in hiring the right candidate with the required skills and ability can help you avoid a tricky situation of asking an employee to leave
  • Continuous and constructive feedback: Reserving all feedback’s for the year-end appraisal can be catastrophic. Employees would have forgotten most mistakes by then and bombarding them with a series of claims of misconduct can leave them feeling demoralized. Continuous feedback, instead, helps employees make timely amend and can save your business from a costly mistake.

There are only certain instances when you can fire  your employees

    • If the employee performs below par continuous for 3 years in a row
    • If the employee engages in activities that can be deemed illegal in your organization like being physically abusive or stealing from the company.

 About the resource person 

Mr. Shailendra Raj Giri, Managing director of Merojob, Real solutions and Rojgari is an eminent figure in the Nepalese Human Resource industry. With more than a decade and a half poured into HR consulting he is an inspiring speaker, trainer, career counselor, lecturer, coach, and motivational speaker

This blog is excerpts from the training session conducted by Mr. Shailendra Giri on Human Resources and is part of the BLincubator series that is published each week. It summarizes key learning from the training sessions of the program.