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End of Year Audit - Leaders and Managers

On13/ 12 /17

As 2017 draws to an end, if you were to objectively appraise your year at work, what would be your conclusion? How has 2017 been for your department and your company? Are you satisfied with the direction which your company is heading in?

As a Manager, you probably actively encourage your workforce to carry out an end of year career audit. But it’s not just your workforce who can benefit from evaluating their year - Management also stand to gain from this useful exercise.

We bring you 6 questions to help you look back at 2017 objectively, and generate ideas to maintain a happy, productive workforce going forward into 2018.

1. What went well?

First, take a look at what went well. Were there any projects that were an outstanding success? What are key strengths of the company, department or team and how can these be built on?

If you can really get to the bottom of what worked and why, you will be able to apply this knowledge to keep improving the business and make marginal gains.

2. What isn't working?

Next, be honest about what isn't working. Ask what processes are outdated or need improvement. Are there ways to reduce non-essential admin? What is preventing employees from performing at their best?

Perhaps you need to invest in staff training or productivity tools or change the company or team structure? Being honest is the first step to solving key issues.

3. What do employees actually think?

Your people are your biggest asset, so you should aim to provide them with the best working environment possible. To do this, you need to show them that you are actively listening and taking on their suggestions.

The end of the year is as good a time as any to get employee feedback. There are many ways to gather this; from meeting staff directly, to an anonymous survey, or even asking employees to put suggestions in a box.

Once you have this feedback, analyse it fully and then act on it. This will be a goldmine to help you improve processes, increase employee satisfaction and reduce staff churn.

4. Are we rewarding staff adequately?

Next review your salary and benefits packages to ensure they are competitive. Under-rewarded staff can quickly become disengaged with a company and look for new opportunities. The cost of recruiting will often far outweigh an increase in salary or additional benefits.

It’s also important to celebrate successes and thank staff for their contribution.  But remember, not all rewards have to be financial. A sincerely penned ‘thank you’ note or email can be just as motivating as a gift or monetary sum.

5. Do we have the talent we need? Where are the skills gaps?

Look at where your team is strongest and any under-resourced areas. Ask what particular skills you are missing and whether you will be able to up-skill existing staff or you need to recruit.

Also take a detailed look at your staff retention – staff will sometimes leave in waves, however if you've been consistently losing staff, this will need addressing.

6. How successful has recruitment been?

Lastly, evaluate your recruitment. How quickly have you been able to hire? What issues did you encounter? Have new hires been on-boarded successfully?

If you are struggling to attract the right candidates, it's worth re-evaluating.  It can often help to speak to specialist recruiters, who can help you refine processes or even manage the process for you.

If you want to learn how Bucks and Berks attracts the very best candidates for our clients, why not visit our client area. Or get in touch to discuss how we can help you expand your workforce.


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