Underrated factor is that all the agreements with the employees need to be made in writing. The key point – and EVERYTHING IN WRITING. What is it for?
This is to ensure that in the future can be precisely and in detail to recreate this arrangement. At the beginning of cooperation as if embarrassed to capture on paper some details concerning cooperation or conditions, but becomes even more awkward when eventually someone forgets details of the agreement, or distort them. As for the written agreements, it may be noted that many people are generally not used to it and can not understand and even take offense if they offer to issue all on paper. But the fact is that at stake is the future cooperation and how smoothly it will run. Very often there are disputes associated with money. At the start of the head I meant one thing, and quite another employee heard. When they shook hands, and began to work, not having cleared before the end of the issue associated with a functional results, the timing of receipt of the results, leave, bonuses, and so on, but every man for himself is his picture. And further developments are as follows: the head does not get the expected results from the employee, at such times, in which he thought he should meet. And it gives you a reason to head to punish him pocketbooks. But here there is disagreement among the employee, since, in his opinion, at the start there was no agreement on the cuts bonuses and salaries. Dispute flares up, and as a result of either the person resigns or he is fired. The result – lost both. The most interesting thing in all this, that right is, in fact, too, both of them.
What should have been done at the start? Total anything: say and make a written agreement in which it would be disclosed, he expects one side, and that – the other. This document may be called “agreement”, “arrangement”, “commitment”, “conditions for cooperation ‘or something different as you like. And it is not necessary to do so that this document has legal validity. It may be just a “gentleman’s agreement” or a memo. The bottom line is that at the start of cooperation interaction conditions or what agreement was written on paper with the signatures of both parties. Examples of when the written agreement saved the relationship between a manager and a subordinate, a lot, just as much, and examples of the absence of the document has grown into a big problem for both sides.
One situation is when both sides are not completely clarified expectations and nuances about the cooperation, and in the end everyone has their own ideal picture. A different situation is that seems to be all cleared up, but did not bother to fix it in writing, and at the expiration of the time some things have started to be forgotten.
Do not ignore the fact that the agreement was “thrown” down on paper can help you as a leader to avoid serious mistakes in the management of people, who often are very expensive for the company. And in the event of differences and disputes in the future, that there is not so rare as we would like, you will always have at hand a document by which the issue will be resolved quickly. Of course, for many it is an unusual course of action, as someone has already heard many times that you need to write, not just blab. But, in my experience, the people again and again come to these rakes.
Therefore, be sure to use the written agreement as a leader in human resources management tool.
Eugene I. Kotov, the owner of «Practicum Group» Company, Moscow, www.pg-consult.ru