1850 case study – Small startup business

Working Environment

The clients’ problem 

Early in 2021, we were approached by a small company that wanted to put together an attractive benefits package for any potential new employees that they may gain in the future. We knew that Laura would be the perfect person to undertake this task, so we quickly assigned her to the job. 

Our process 

Laura began, how we always begin a new project for clients and that’s with research. We looked at the company, got to know how their business worked, what they were like and how they operated on a day-to-day basis. To come up with the perfect benefits package for this company, we really had to spend the time getting to know them. We also identified the typical benefits offered by other similar-sized businesses in the same space to make sure we were at least matching with industry standards. This created a baseline to work from.  

We detailed out the approximate cost of each option giving consideration to their budget constraints while giving the client as many options as possible to build the best possible package for their future employees. Understanding the company culture and values are key when identifying which benefits would likely appeal to their potential new employees, if they didn’t align with these then they would not be a good fit for their business. 

The solution 

We submitted the benefit options for the client to review, including a variety of free, low cost and higher cost choices. This ensured that the benefits chosen by the client would be both attractive to potential employees and fit within budget constraints.  

Ultimately, the client chose a package that best fit them, their ethos and would benefit their employees. 

The impact on their business 

An attractive benefits package may help the client to retain their strongest employees by demonstrating their commitment to investing in their workforce. It also helps the company to be a more competitive employer within the marketplace as potential candidates weigh up all aspects of a package, not just salary, so having the right benefits package is key when it comes to recruitment and attracting top talent. Another business benefit is that it increases employee satisfaction levels amongst existing staff.

Are you looking to change your employee benefits?

Before you start, drop us a message and we can help you get started in the right direction for both you and your team.

Why employee engagement means much more than just a happy workforce

Every business leader wants an engaged workforce. Employees who are positive and ready to do their best work each day. 

But truly engaging your team means more than implementing short term strategies to keep your staff happy. These may produce a good return in the short term, but eventually the effect of short term incentives won’t be enough to keep your employees fully engaged in their work.

What your team are really looking for is deep motivation which comes from discovering meaning, purpose and personal fulfillment in their work. Which is where talent management comes in.

What is talent management?

Imagine a scenario in which your best employees stick around and produce exceptional work year after year. Where they feel appropriately stretched and nurtured, and that their contributions are important. And where you’re able to quickly fill your organisation’s skills gaps.

Talent management is your company’s system for making that happen. You manage your financial and capital assets carefully. Talent management means putting in place an intentional way to nurture and utilise your greatest asset — your people.

What results can I expect?

Where your employees are properly equipped and motivated you can obviously expect increased productivity. But studies have shown that well managed “high potential employees” can have a radiating effect on their co-workers, resulting in greater levels of commitment and motivation.

Though it may take time, expense and some organisational change to implement a talent management system, the dividends will include a more highly skilled workforce and lower employee turnover.

Recruit, identify, develop

Recruit: The first key principle of talent management starts during the recruitment phase. Go into any recruitment process mindful of the skills you need to add to your organisation. This could require an audit of your current workforce to see what is needed.

Cultural fit is hugely important in this phase. Many skills can be learned, but if your potential employee’s values and aspirations are at odds with the business then you can expect a rocky road ahead.

Identify: Effectively identifying staff with leadership skills, or potential to upskill and excel requires intentional appraisal. If your business doesn’t have a culture of appraising and recognising talents, potential and attitudes among your teams, then this is a good time to implement systems to do so.

Develop: Once you’ve recognised potential, put in place a plan to develop their skills or to allow them to thrive even more. Is it external training, greater responsibility within the office, intentional mentoring? 

Ensure that those you’ve identified and developed can share their training experiences so that the whole organisation can see what you’re doing to look after and develop your people.

Next steps

Are you ready to make the most of your staff? Want to talk through ways to identify and develop talented employees?

Book in a totally free 30 minute consultation.

What can outsourced HR do for your SME?

Effective Human Resources skills are vital for a successful business. But a full-fledged HR department is a luxury not available to many businesses, especially startups and SMEs.

Outsourcing HR gives a huge number of benefits, while allowing you to stay agile and streamlined, but more importantly, allowing you to retain and nuture your most important business asset – YOUR PEOPLE. Here are just a few of the services that outsourced HR can provide.

Hiring and onboarding

In business, people are key. And finding the right people can be a daunting process. HR professionals with experience in recruiting talent are a huge boon during the hiring phase. As well as reducing the work of sifting through applications, they will also be able to help you with crafting more effective job ads, knowing where to look, and hiring for cultural fit as well as competency.

One study showed that effective first-month onboarding of staff can increase employee retention by 82%. With that in mind, bringing in HR professionals to feed into this process can create huge, long-lasting benefits. Outsourced HR can provide you with the systems and processes to make sure onboarding goes well every time.

Retaining good talent

Once you’ve found your people, you want to hold on to them. But sometimes finding ways to keep good staff can feel like an uphill struggle. 

What HR professionals can bring to the table is systems to help staff remain motivated for the long haul, and processes which you can easily follow to make sure your best people want to stay around.

Creating clear policies

I get it. Policy probably isn’t what gets you out of bed in the morning. But well-made policies are foundational for your business running well, and making sure you and your staff are well protected and fairly treated.

Your policies cover everything from recruitment and redundancy to annual leave and misconduct. Investing early on in policies that are fit-for-purpose will reap benefits down the line. Outsourcing these is a great way to ensure that the policy-makers are properly qualified and equipped.

Training and equipping your workforce

We know you want to get the very best out of your workforce, but finding the time to train and equip them can be tough. A good HR team will be able to help you put systems in place to identify skills gaps, and those employees with potential to upskill. They’ll also help find the best routes for training, whether that’s in-house or external.

Ensuring compliance and equality

Your product or service could be an industry leader, but if you haven’t ensured proper compliance then none of that matters. As an SME, it isn’t likely that you have a compliance expert on board. The good news is that outsourcing HR can offer you just that, and make sure that your products, services, premises and management are all set up to comply with all the relevant legislation.

Outsourced HR can also help ensure equality within your organisation, not just to comply with employment law but also to help create a culture in which all employees can thrive.

What are your HR needs?

Let’s discuss how outsourced HR can help your business to thrive. Book in a free 30 minute consultation call with us and see how we can help you.