Part 1
Hire and onboard well
- Write honest job descriptions, assess every candidate on the same job-related criteria, and give timely feedback.
- Run a structured onboarding so people are productive and welcome quickly.
Part 2
Keep policies clear and fair
- Maintain a simple, up-to-date handbook: leave, attendance, conduct, grievance, and exit.
- Apply policy consistently - exceptions should be rare, explained, and recorded.
- Review policies yearly and whenever the law changes.
Part 3
Run payroll and records accurately
- Pay on time, share clear payslips, and handle statutory filings by their due dates.
- Keep personal data accurate and limit who can see it.
Part 4
Be a trusted point of contact
- Be easy to approach: set up an open channel and respond within a stated time.
- Listen first, take notes, and keep confidences - except where safety or the law requires action.
- Follow up, even when the answer is “we cannot do that, and here is why”.
Part 5
Support managers
Train managers in feedback, one-to-ones, and handling performance conversations. Most employee problems are manager problems that surfaced late; coaching managers early prevents most of them.
Part 6
Build culture and measure it
- Plan engagement, recognition, and wellbeing programmes that fit your people.
- Track attrition, absenteeism, time to hire, and engagement scores, and act on what they show.
Part 7
Protect the company and the people
Keep contracts, statutory registers, anti-harassment committees or procedures, and safety measures in order as local law requires. Compliance done quietly and early is the best employee protection.