6 Ways that Preventative HR Can Save You Time, Money and Hassle
Lots of business owners don’t want to invest in preventative HR. They’d rather just pay for HR Support like us to fix issues as they arise.
This is great for us, as it creates a lot of high-value, billable work. However, this way of thinking is not great for you.
It’s short-sighted and far more expensive for your business than preventative HR, in terms of time, money and hassle.
That’s why we encourage you to take a long-term, preventative approach to your HR.
Here are 6 ways that preventative HR can save you time, money and hassle:
1. Staying legally compliant
When businesses take a reactive approach to compliance, it’s very likely that you’ll end up facing costly legal claims and challenges, paying thousands or more in legal fees.
2. Train your managers to lead effectively
You know what they say…”People don’t leave jobs, they leave people”.
Great managers will help your business to thrive. Bad managers will put your business into survival mode. That’s why training your managers to be great leaders is essential.
3. Prioritize employee wellbeing
Supporting your employees’ wellbeing isn’t just good for them—it’s good for your business. A healthy, happy workforce is more productive and less likely to leave.
4. Develop and enforce clear policies
Clear policies help you to set expectations and handle issues consistently. They also protect your business by ensuring everyone understands the rules.
5. Manage performance
Addressing performance issues early prevents them from escalating and impacting your business. Proactive performance management ensures that your team are productive and aligned with your goals.
6. Encourage open communication
Encouraging open communication helps you to address concerns before they become bigger issues. It also builds trust and boosts employee morale.
Preventative HR is about staying ahead.
By implementing these measures, you’ll create a more efficient, compliant and engaged workplace.
If you’re unsure where to start, let’s talk.
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Are your performance reviews gender-biased?
Gender bias isn’t just an issue in hiring—it’s creeping into performance reviews too.
A recent study found that 56% of women have been described as “unlikeable” in performance reviews, while 78% have been called “emotional”. This kind of language bias can hold back talented employees and disrupt team performance.
As a business leader, it’s essential to make sure your performance reviews are fair and objective:
· Provide bias awareness training for managers to improve decision-making.
· Standardize evaluation criteria to create consistency across the board.
Addressing these biases helps to build a more equitable workplace, retain top talent and strengthen your organization’s performance. When was the last time you reviewed your appraisal process?
https://textio.com/feedback-bias-2024
56% of US workers are thinking about jumping ship
Employee turnover is on the rise, with 56% of US workers considering a job change in 2025.
Keeping your best people means taking action now. We can help you to hold on to your top talent.
https://www.inc.com/annabel-burba/6-in-10-employees-want-a-new-job-in-2025/90996777
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Software to help you manage your people and reduce HR admin
Let’s be honest – managing employees is hard work. It’s time-consuming, often stressful and sometimes just plain exhausting.
And that’s when everything’s running smoothly.
Think about the hours spent handling annual leave requests, tracking absences, planning training sessions and monitoring productivity. Add in 1-on-1s, team meetings and other HR-related meetings, and it’s no wonder it feels overwhelming.
But here’s the good news: it doesn’t have to be this way.
Enter HR software.
It’s the tool that takes care of those repetitive HR tasks, freeing up your time and making life easier for everyone.
The benefits are huge, but let’s focus on the top three:
1. It saves you time
HR software automates the tasks that drain your time, like managing holiday requests, tracking absences or updating employee records. No more drowning in paperwork or losing files in bulging cabinets.
2. It keeps everything in one place
Access all your employee data in one secure, centralized system – anytime, anywhere. Whether you’re working remotely or on the go, you’ll have the information you need at your fingertips.
3. It supports employee development
From scheduling 1-on-1 meetings and performance reviews to tracking training courses, HR software keeps everything organized.
And that’s just the start. From safeguarding sensitive data to improving absence management, HR software is a game-changer.
If you’re not using it yet (or you’re not thrilled with your current solution) let’s chat. I can help you to find the best fit for your business and set you up.
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Q&A
What should I do if an employee refuses to acknowledge a policy change?
Clearly communicate policy updates and address any concerns your employees may have. You can share changes through staff meetings, virtual sessions or online training. Keep a record of all employees who have been informed, whether through a sign-in sheet or another form of acknowledgment.
A signature isn’t always required for a policy to be enforceable, but proper documentation helps to protect your business. If an employee refuses to take part in training or sign an acknowledgment, seek support to resolve the issue.
Can I monitor my employees’ emails or internet usage during work hours?
Yes, under the Electronic Communications Privacy Act (ECPA), employers can monitor employee communications on company devices for legitimate business reasons. However, state laws vary on the extent of monitoring allowed and whether employees must be notified.
To stay compliant, ensure that your policies are clear, necessary and respect employee privacy where possible. If you need help in navigating monitoring regulations, get in touch.
What are my responsibilities if my employee requests a disability accommodation?
Under the Americans with Disabilities Act (ADA), employers must engage in an “interactive process” with employees who request accommodations. This means discussing their needs, reviewing potential adjustments and ensuring that they can perform essential job functions without causing undue hardship for the business.
Failing to engage in this process could lead to a disability discrimination claim. If you need guidance on handling accommodations fairly and legally, we’re here to help.
