No one likes a rash. Left unchecked, these pesky skin irritations can soon turn nasty. Either through itching or severity, a rash can leave a nasty mark and even a lifelong scar.
Admittedly, it’s unlikely your business is going to get red and itchy anytime soon. But, rashes come into play here, too, especially when it comes to big decisions. Making rash choices with a business you’ve worked hard to build is the worst thing you can do. In fact, far from slight irritation, rashness in business could see your dreams crumbling.
As such, it’s crucial you take your time over every decision. And, never is that more important than when it comes to employment. Given employees are largely responsible for success, you could say taking time here is most important of all.
Yet, a shocking amount of employers rush this. After all, employment is a sideline rather than a real focus. Yet, rash decisions here could leave the nastiest mark imaginable. So, we’re going to look at two times when speed definitely shouldn’t be the name of this game.
Hiring in haste is always a mistake. We get it; this is a pain in your backside, and it’s taking you away from your work. Hence, you don’t bother with background checks or questions. Instead, you ensure candidates meet the minimum requirements before offering them the job. The trouble is, this is both damaging and, ultimately, more time-consuming. After all, how can you expect to retain your employees if you don’t even take time to discover their long-term goals? If you hire staff who intend to leave, you’ll need to start again, and thus spend even more time on this. Even if staff stick around, there’s no guarantee they’ll be right for you. As can be seen from sites like www.inc.com, there are certain questions you should always take time to ask during interviews. These are essential for determining how a candidate acts. They alone can tell you whether they’re a good fit. Rather than making a mark on your company, measures like these make sure staff fit seamlessly.
Fast firing is also a risk. You have a legal obligation to staff, and that works when it comes to firing, too. Even in the case of gross misconduct, the correct procedures should be put in place. Rather than rashly telling a staff member they’re fired, you need to suspend and investigate. You should also hold disciplinary meetings. If you’re unsure of the legality, you could work with companies like http://gbirnlaw.com/services/offer-letters-and-employment-agreements who can help you get this right. Either way, you can’t fire someone without taking time over it.
Failure to follow the necessary avenues could leave you open to reputation-damaging lawsuits. As well as giving the impression you’re a bad employer; this could see the staff member reinstated. The last thing you want is a team member who has a grudge against you. And, all you need to do stop is it take your time!