There is a lot of overlap between HR and employment advice, but in a crisis like this, you probably need both. Why? Because your lawyer may not be able to make hands-on changes to run your business more efficiently. A HR manager can.
We caught up (virtually) with David Simpson from Melbourne HR to talk virtual employment strategies.
How can having a HR manager help teams stay together while working virtually?
Virtual working can create range of stresses for people. On the surface it sounds like an improvement, but in fact working from home is an entirely new paradigm for most people. Even if they have done it before they idea of going all week for weeks on end presents new challenges. The simplest of these is communication. Once you create a virtual office people will preference email and chat rooms over voice communication. Thoughts and tones can be quickly misconstrued. Enforcing good communication 'mixes' can improve harmony, productivity and culture.
A HR professional can set good habitats straight away (preventive), they can smooth and defuse friction (repair) and then diagnose that friction and create better processes and habitats going forward (optimisation). This is just one aspect of virtual workspaces a HR professional can work on.
Is it the right time to talk to someone about hiring a HR manager?
A tough one. Whilst companies could use the support and expertise more now than ever, it is not the right time to be putting more strain on your payroll. Instead talk to a consulting firm, Melbourne HR is one, but there are others out there is the best commercial decision in the present environment. If you like the service you can either engage that firm on a retainer in long term or get them to help you setup an in-house HR team once these exceptional circumstances have dissipated.
Can you help someone shift their business to a more efficient and effective model?
Yes, but it is very situational. A lot of businesses grow very organically. Their company structure is not planned out. They likely have skill deficiencies, skill double ups and workflow issues. When firms are very small or grow rapidly they need people fast so they keep hiring, never looking back to see how all those pieces fit together. This can be the same for companies that have been around for a very long time. The environment around them changes and suddenly what was once effective is now obsolete and inefficient. Each of these circumstances need their own solutions. Importantly in every circumstance process development is important, a key to creating efficiency and a consistent experience for your clients/customers.
To speak to David or the team rom Melbourne HR, you can contact them
here.
Leila Chalk
is the principal solicitor at Forty Four Degrees, currently focusing on helping businesses cope with COVID-19 and the related social distancing regulations. 
