Regular readers will know how much I can't stand it when I hear about other people being ripped off. So I saw red when I found out how one of my friends had been treated after turning herself inside out for the small business for which she works and received absolutely no recognition for same.
My friend, let's call her Katie, had been sent interstate to run a massive project for a client that resulted in her working 62 hours over four days. This meant she had to leave her partner and family to fend for themselves over this time, juggling babysitters and after school care, and put the rest of her life on hold as well.
![Melissa Behrend is a director at HR on Call.](/web/20161008133513im_/http://www.theage.com.au/content/dam/images/g/r/u/b/y/v/image.related.articleLeadwide.620x349.gruc1z.png/1475690848727.jpg)
After the project, the client was suitably wowed, heaping praise on Katie and her team for the wonderful job they had done. Arriving home close to midnight on the Thursday after the job, she told her immediate superior she would be working from home the next day.
But this wasn't good enough for the CEO, who demanded to know where Katie was and why she wasn't in the office. This response showed a complete lack of understanding of the work Katie had put in and the result she achieved.
Any decent business owner would have insisted she take the day off and sent her flowers and a voucher for a massage.
This situation reminded me how all too often, small business owners might be great at making whatever widget the firm produces, but lacking in the required skills to manage the operational side of the business, including human resources.
The right approach
Melissa Behrend is a director at HR on Call, which specialises in providing HR services to smaller entities. She says she sees many small businesses with problems when it comes to properly managing their staff.
"There are three consistent issues: underpayment of wages, unfair dismissal claims, and management of employees. The majority of businesses have the right intention but sometimes it is difficult to weave through the maze of legislation," she says.
There are a number of ways to address these challenges, according to Behrend. "Ensure you're aware of the modern award wage that's relevant to the business. This can sometimes be tricky and finding the relevant award is not the end of it. You need to understand classifications and allowances to ensure you are paying your employees correctly."
She says when it comes to unfair dismissals, it's important to have frameworks in place and follow the process outlined in the policies or the legislation. "This will be a good start in your risk mitigation strategy. In terms of frameworks, you need to ensure you have contracts and policies in place. These set employees' expectations of their conditions."
Don't be afraid
She says the third issue is that small businesses are scared to manage their employees for fear of ending up with an unfair dismissal case. Says Behrend: "It is important to address performance, which is not meeting the expectations of the role. Just as importantly, follow the correct process of doing so."
Above all, she stresses how important it is to develop an HR strategy at the start of any enterprise. "Most businesses have an informal approach, but it is becoming more common for owners to know they need to have formal HR structures in place. The HR strategy will change as the business grows and develops. The important thing is to ensure it supports the business through different growth stages."
Behrend 's advice to small businesses to ensure they don't overwork staff and take them for granted is to recognise and reward success and offer flexible working conditions.
"The small businesses I work with are usually very good at looking after their employees. While they may work hard, there are usually rewards given in recognition for their efforts," says Behrend.
"One of my clients has a policy where staff are paid to take off their birthday. Flexibility is important in workplaces, as is recognising family commitments for all employees. Communication is paramount in ensuring employees are not feeling overworked and their successes are celebrated," she advises.
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