Frequently Asked Questions (FAQ)
What is the purpose of an appraisal – I see my staff every day anyway?
Why do I need to evaluate the success of training and development?
Why would I need to run a Staff Satisfaction Survey?
It provides your people with the opportunity to tell you, confidentially, what they think about you as their employer. You may well feel that you are doing well and that staff are happy in their work and contented with life but how do you really know if you don’t ask? Can you only rely on what your managers tell you?
If you are in a team-managed business, how do you know if all your people managers are managing staff in the way you expect? What about communication – are managers listening to staff and are they passing on all the information you pass to them? Do your staff have ideas for improving their job or indeed the way the company operates that they are unwilling to put forward for whatever reason?
A Survey and the follow-up that you take afterwards to address any weaknesses also sends out a strong and positive message to people that their opinions count and you are looking to involve them in the decision-making process.
Why do I need an Induction process?
National surveys have repeatedly shown that over 60% of staff at varying levels who leave employers after less than 6 months, do so because they have not been made to feel welcomed, do not have a clear description of their role and responsibilities and have received no training or feedback on how well they are performing. The cost of recruitment is high and to lose a good person because of a lack of attention at the early stage does not make good business sense.
A good induction will ensure that new members of staff receive the necessary Health & Safety information, any training to perform the role expected of them and feedback and structured recognition for what they achieve. They will become productive for the business at a much earlier stage and be motivated and committed to you.
What is the purpose of an appraisal – I see my staff every day anyway?
Your staff are the most precious asset that you have and their commitment and motivation makes the difference between your company and all the others who sell the same products or services as you. We all like to know we are doing a good job, we all need to know what our employer expects from us and how this helps the company itself to succeed.
A structured meeting to let people know what your priorities are as a company and how they can help to achieve this helps to make people feel valued. It provides you, the employer, with the opportunity to say “thank you” and to ask them about their longer-term ambitions, their thoughts on their role and whether they have any learning needs. It is their time, free from interruption.
Why do I need to plan training?
To make sure that people are able to perform the role to the standard you expect, they need to have the skills and knowledge necessary. If you leave it to individuals to pick this up whenever and wherever they can, they will probably make mistakes and this costs you money and customers. It can also destroy their confidence and lead to them looking for a new job.
By linking training needs to their role and to the company priorities, your company stands a better chance of success and growth. Planning effectively will also ensure that the best way of training is considered – the formal training course is often not the best way in which people learn effectively.
Why do I need to evaluate the success of training and development?
The process of training should be seen as an investment for now and the future, not a cost. Any form of training carries an outlay, either is cash terms or in time. If you purchase (say) a new machine, you presumably would carry out a lot of research first to make sure that the one you buy will do what you want it to. Well, training is no different. If it effectively planned and carried out, then you should be able to see the difference that it has made and what has been achieved as a result, both for the individual and for your company.