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Retaining Top Talent

Is your company a revolving door of employees coming and going endlessly? In today’s business world, young workers have a reputation for moving from job to job looking for the next big break. Unfortunately, that means that business loyalty is not as it once was.

How, then, do business leaders deal with this issue and retain the top talent that they worked so hard to attain in the first place? There are several methods that may help with retention and overall employee morale as well.

Create a Detailed Onboarding Process

Some workplace studies show that onboarding properly can help new hires become long term employees. Be sure that your onboarding process includes orientation, socialization with other employees, and continued monitoring that the new hire is learning the specific job well and with support. Seventy percent of new workers report that they are more likely to stay at their new company for three years or more if they experienced a favorable application and onboarding process.

Allow for Flexibility

Retaining top talent sometimes means thinking outside the box. Consider flexible work hours instead of the 9-5 of our parents generation. Flexibility may also be necessary when it comes to remote work. Does an employee have an ailing parent or a young child? Possibly the option of working from home may alleviate personal stressors and encourage an employee to stay with your company.

Provide Incentives

Employees like to feel like they are learning, growing, and moving forward. By providing training and incentives to educate themselves and move up in the business, young employees tend to stay put. Whether you offer a percentage of the cost of a class or include bonuses for each training s/he takes part in, you are investing in your company and the retention of your best and brightest team members.

 

Give and Get Feedback

One complaint that employees who move around a lot have is that they do not feel like they were listened to. Be acutely aware with new employees that you plan to listen and give feedback on a regular basis. Feeling invested in a company and that ideas are considered is a great way to retain some of your top talent.

Retaining your best employees can be difficult but with some creative thinking and an attention to the needs of those employees you can foster a long-term relationship that will be beneficial for both of you for years.

 

Making Annual Reviews Productive

Oh no, it’s that time of year again! Performance reviews are not the most happily anticipated work events. In fact, most employees and business leaders report that they often dread, or at least get anxious at, the mere thought of reviewing the past year.

For some businesses, this meeting is not just a review of how an employee is doing but it is also tied to raises and bonuses. That adds a layer of pressure and stress in the days and weeks leading up to the review.

Performance reviews, although somewhat stressful, are one of the most effective ways to assess, motivate, and engage your employees. If you find that your employees are dreading these or that you want them to be more productive, follow some of these tips and suggestions to make the most of the time.

Be Prepared

As with any other aspect of running a business, be ready. Employees should be given a self-evaluation form so they can examine what they thought of their accomplishments and/or setbacks throughout the year. Management should fill out something similar. The worst thing you can do is forget and just go through the motions by having a review without any direction or purpose. A form that each person fills out can help keep you on track during the review.

Start on a Positive Note

Ask your employee to start off the meeting by talking about their most positive learning experience this year or something they are proud of. Always start on a positive note. This will hopefully put everyone at ease and set the tone for a productive meeting.

Be Open and Honest

As an employer, there are probably some areas where you would like to see some improvement or possibly some training over the next year. Talk to your employees about what training you think they could benefit from. You may find that they want to broaden their learning as well. Be honest as well about areas that you would like to see improvement. Ask your employees how you can help them achieve that improvement. Look at it as more of a group effort rather than an adversarial relationship.

Set Goals

As a part of your review process, you may want to set some SMART goals that can be evaluated next year. Make sure the goals are achievable, realistic, measurable, and specific. This can keep both of you on track.

Ask For Feedback

Not only should you be talking about how an employee can improve or in what areas you want to see growth, but you should be asking for feedback from that person as well about your contributions and how you can help him/her attain those goals. Remember, this is a two-way street.

Do you need help fine-tuning your annual reviews? Check out our workshop on “How to Conduct Performance Evaluations.”  Join Nancy Saperstone, Senior HR Business Partner and Communications Specialist, Insight Performance, on June 11, 2019, from 8:30 am – 10:30 am.

 

 

Succeeding in Business: Who is Your Audience?

Google search “marketing strategies” and you will find hundreds if not thousands of marketing tips, strategies, and ideas that could keep you reading for a lifetime. One thing you will find that all the sites have in common is a section on “getting to know your target audience.” Why? Because, fundamentally, every business owner should know their audience inside and out if they have any hope of succeeding in their field.

Knowing this, how exactly do you get to know your audience? What are some ways you can gather information about who is buying your product or using your services? Take a look at these methods that may help you connect with and retain loyal customers for years to come.

Do Market Research

Start getting to know the different demographics you want to target in your ads and marketing strategy by doing market research. A number of tools are available to help you here, some of which are free — like American FactFinder, which uses United States census information to help you find out key pieces of information about specific demographics.

Examine Your Competitors

Doing your research on the audience you hope to reach is important, but so is examining your competitors. Check out the social media, blogs, digital marketing, and print media of your closest competitors. Who are they targeting in their email lists? Who are they aiming to appeal to in their print and digital ads? Are they missing a group or do they have a group that you have forgotten? This extra layer of research can help you stay on track and know your audience compared to your competition.

Get to Know Your Consumers

If you have a storefront or visit clients often, get to know them personally. Find out what they like, and dislike about your products or services. Go the extra mile by trying to address their concerns. These personal insights may help you adjust your marketing to appeal to their needs or wants.

Monitor Reviews and Customer Feedback

The way to really get to know your audience is to listen to what they are saying on surveys, in reviews, and even to your face during interactions. Check out your company on Yelp, Google Reviews, and other online sites to know what clients think about your company. Adjust your marketing, products, and services accordingly.

Do you need help getting to know your audience? Check out our seminar called, “What is Your Business, and What Will It take to Succeed?” It is being offered on June 5 from 8:30 to 10:30 am. Check out our website for more details.

 

The Difference Between Recruitment and Talent Acquisition

The terms “talent acquisition” and “recruitment” are often confused as meaning the same thing, but this is not the case. There are key differences between the two, differences with which you should familiarize yourself if you’re looking to hire the most qualified candidates for specific positions within your company. For starters, recruitment means that you’re looking to hire someone, dare I say anyone, in order to fill a vacancy. Talent acquisition, on the other hand, is the process of strategically looking for specialists, leaders, future executives, or other qualified professionals for a specific position within the company. Let’s delve into both and take a look at which one is better depending on the industry and why:

  • Recruitment – Again, recruitment is the process by which you look to fill vacant positions quickly and without much regard for the candidate’s’ particular specialties, if defined. Recruiting may be seen as reactive, meaning that a position recently opened up and it must be filled.

 

  • Talent Acquisition – As previously stated, talent acquisition is all about actively searching for the most qualified candidate to hire for a specific position. This strategy is common among niche industries such as, medical, technology, legal, and even translation services. Kathleen Quinn Votaw, Founder and CEO of the HR consulting firm, TalenTrust, says that, “The areas with the greatest skills shortages are those that most need a talent strategy.” Typically, if you’re looking to hire people for a long-term position, you should aim for talent acquisition, so as to lower a potentially high turnover rate, which is a possible effect of recruiting less-qualified candidates.

 

 

Talent acquisition is becoming increasingly more popular, and usually requires some marketing strategies to make the position known to specific, potential candidates. As niche industries continue to grow and populate as preferred career paths, hiring managers within are simultaneously scouting out candidates with the best talent, who are most qualified, and who will both ameliorate, as well as benefit from working for, the company. Define whom you’re looking to hire and for which positions, and either recruit or acquire talent accordingly.

Common HR Traps and Managing Employees Effectively

The modern role of a Human Resources Manager is to recruit, interview, and hire employees, ensure the happiness and wellbeing of the employees in the office environment, ensure compliance with labor laws and employment standards, among other assorted responsibilities. It is a big job trying to advocate for each individual in the office, as well as trying to balance employee satisfaction with meeting the goals, objectives, and overall standards of the company, but someone’s got to do it. Due to the difficulties of this job, there are common HR traps which some businesses may experience. Here are just a few, as well as tips on how to avoid or resolve them:

 

  • Not Being Familiar with Employment Laws – As the HR rep, you should familiarize yourself with the proper procedures of hiring, maintaining, and terminating employees. If not, your company may be sued for improper or unlawful termination. Brainstorm clever interview questions that have to do with the job itself for which you are hiring, as well as a list of do’s and don’ts for your managers to follow during the interview process. These practices will help to ensure that you hire the best candidate for the position, and that you will be protected when it comes time to terminate.
  • A Lack of an Onboarding Process – Onboarding means that a new employee is properly oriented with the office and that managers and employees are ready to welcome the new hire to the team. Nothing sends off a bad signal like an unacquainted, new employee who walks into an empty or quiet office on their first day, particularly when the manager or other essential personnel is absent upon the newbie’s arrival. A good practice is to make sure the manager is in the office before the new hire arrives, in order to greet and familiarize them with the workplace and environment. Current employees should also be informed of the new hire’s arrival and should invite him/her out to lunch to make them feel welcome and like a valued team member.
  • Insufficient Training Periods – One of the most important, yet overlooked aspects of growing and expanding businesses is the need for continuous training. This is particularly common among smaller businesses because of the constant influx of new tasks and jobs. Combine that with the short history of the company, and you may end up with a recipe for disaster. These tasks are new to the company, meaning that people will have little-no knowledge of how to complete them. That’s where training comes into play. It is essential to train employees thoroughly, so they get a better grasp of their respective job duties, and, when the time comes, they can train someone else.

 

 

Don’t let your company be subject to common HR pitfalls and traps. The HR manager is on the front lines of the company, fighting with both the employees’ and the company’s ideals in mind. If you’ve experienced problems with your HR department, it might be time to consider formalizing it. This not only helps you hire and retain better employees, but you also build a positive reputation for your business.

Common Questions about Leaves of Absence

 

Do you have a sick family member, just had a baby, have a medical condition or need to fulfill military service? If so, you may be looking to take some time off from work. A Leave of absence is approved time off work from the management or leadership of our business. It can be granted for many reasons including: active duty call-ups for reserve military personnel, or to attend to the health needs of the employee or of a family member of the employee.

 

Depending upon the type of business you are in, you may be able to informally request time off or you may need to use the FMLA Family Medical Leave Act to have your request approved. Requests for unpaid personal leave are normally made in writing to the employee’s department manager with a copy to the Director, Human Resources, and should indicate the reason and the length of leave requested. If the workplace is more casual, a verbal request may suffice.

 

Here are some common questions about Leave of Absence that you will want to discuss with your employer.

    • Will I get paid while I am on a leave of absence?  Leaves of absence are without compensation with the exception of Long-Term Disability Leave.
    • What if I have to care for a seriously ill family member?  Employees can request a Family Care Leave to care for a seriously ill family member.
    • I have been ill and have exhausted all of my sick time or PTO time and my extended sick time. What do I do now?  Employees can request a Medical Leave of Absence if paid-time has been exhausted and the employee is still medically unable to work.
    • What laws are there about Leaves of Absence? Federal and/or state laws govern a mandatory leave of absence. These leaves include medical absences governed by the Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA), military leave, jury duty and other state-mandated leaves. Whether the laws surrounding these leaves of absence apply to you is often based on the number of employees working for your company and where an employee is working. Your business must grant job-protected leave to eligible employees in these situations.
    • How does an employee qualify for FMLA? An employee qualifies for FMLA leave by working 1250 hours.Here are some reasons an employee might take FMLA leave: Childbirth, adoption and foster care, serious health condition, caring for a family member with a serious health condition, or certain military reasons (including care of a service member).

 

 

 

BLS Provider CPR (1-day Initial or Renewal Course, multiple sessions available)

(Initial or Renewal Course based on the 2015 AHA Guidelines)
Basic Life Support (BLS) is the foundation for saving lives after cardiac arrest. This course teaches both single-rescuer and team basic life support skills for application in both in-facility and prehospital settings. This course is designed for healthcare professionals and other personnel who need to know how to perform CPR and other basic cardiovascular life support skills.

In addition, BLS training can be appropriate for first responders, such as police officers and firefighters, as well as for laypeople whose work brings them into contact with members of the public, such as school, fitness center, or hotel and restaurant employees.

Students must pass a written exam and skills test in order to qualify for a BLS Course Completion Card.
Upon successful completion of this course, students will receive a completion cad valid for 2 years.

Conveniently scheduled on Saturday, please choose the session that works best for you.

REGISTER NOW!

Avoiding HR Issues

Owning a small business can be a major juggling act. Being a leader, chief financial officer, office manager and all the other roles that go into making a successful business can be hard. Keeping all the “balls in the air” can be a tough juggling act, which can cause mistakes – sometimes serious ones. Mistakes in the human resources area can be easy to make if you don’t understand and are compliant with the law.

Here are five of the most common HR management pitfalls small businesses face today and how to avoid making them. 

  • Outdated Employee Handbook – The employee handbook is your guidebook for all employees and company leaderships about work-related policies. These policies could include: discrimination policies, standards of conduct, compensation, benefits, work schedules, security, and vacation/sick policies. Each business is different so the policies laid out in the handbook should be updated regularly and be specific to your field of business. Not having company policies in writing and updating regularly is just asking for trouble.
  •  Staying knowledgeable of Changing HR Laws

    Understanding federal, state, and local labor laws are critical when running a successful small business. Compliance with these laws can be a big headache for small businesses. There are a multitude of regulations, and these laws continue to change rapidly. Have a dedicated employee or HR consultant who can stay on top of changing laws and compliance requirements.

  • Handling Terminations Poorly – No business leader wants to deal with a termination but they happen all the time. Messy fires can lead to unwanted lawsuits. Both performance and policy violations require documentation and a paper trail. “Make sure that you document any disciplinary issues, safety inspections, performance discussions, and the like. These records can save you if done right — or kill you if done poorly or not at all.”(Source: Intuit Books)  This is yet another reason why the well-written employee handbook is needed.
  • Develop a Reward System – Employees want to know how they are doing.

    Recognition of good performance is essential to a healthy workplace; without it, your business could face retention issues. Plan and maintain a reward system that will allow your company to maintain employees that do their job well. It is easier to maintain a good employee than to train a new one. 

  • Weak Hiring and On-boarding System – Too many employers hire hastily because they need the position filled quickly. Spend time weeding out unqualified candidates and on-boarding exceptional ones. Take the necessary time to be sure the candidate feels at home, has a mentor and understand the daily running of the office so they don’t feel overwhelmed or out-of-place.

Employee Incentives

Research shows that feeling appreciated- which comes from recognition from others- is one of the top drivers of employee engagement and retention. Showing appreciation can come in many different forms depending upon your field of specialty. Pay raises, promotions and Employee Appreciation Days are far from the only ways to motivate and supply incentives to your team. More than half of America’s companies use incentive programs spending over $77 billion annually on them. Here are a few monetary and creative approaches.

  • Be Flexible – With so many employees with families and responsibilities outside the office, a great reward is flexibility. Since not every employee fits into the 9-5 environment allowing for flexibility is a way to boost morale, as well as show your employees how much their hard work is appreciated. Flexibility may mean flex hours or possibly even remote work. This flexibility may mean that your employees can cut back on child care or even allow for more time with children in general. Flexibility costs nothing and can reap major rewards in the long run.
  • On-Site Rewards – Making your office into a place team members want to be is an incentive that employees will really appreciate. Ideas for this could range from a coffee cart on Fridays or a membership to the gym next door. Some very creative companies have installed game rooms or nap pods where employees can relax during breaks. This may seem counter productive to getting the work done but research says that these additions and incentives increase productivity.
  • Call Outs – Everyone likes to be recognized for hard work or a job well done. “Call out” to team members who have done a great job during staff meetings or on an employee bulletin board. Recognizing an employee who has done an outstanding job could be in the form of a thank  you note, a gift card or some other reward. Some unique ideas for rewards include featuring the employee in the company newsletter, giving priority parking for a month, arrange for a lunch in their honor or plan an “appreciation day” for those who go above and beyond the call of duty.

Perks whether they are financial or creative in nature are worth the time and effort as they will boost morale and possibly productivity. Give creative incentives a try in your office.

Benefits of an Employee Handbook

Writing, maintaining and executing all of the parts of an employee handbook can be a daunting task for any employer. Most new companies hold off writing such a document until their business has grown to a point where it necessary to have a formal list of items to review with each new employee during the on-boarding process. While it may seem overwhelming at first to put into a single document the goals, rules and policies of your company it is a good idea to do so for many reasons. The benefits can be numerous including the following:

  • Every employee receives the same information about the rules/policies of the workplace.
  • Employees will know what you expect from them (and what they can expect from you).
  • Valuable legal protection if an employee later challenges you in court over any human resource issue such as benefits, hiring/firing, workplace rules, discipline, safety and a host of other topics.

Top Benefits of Spelling it all out in an Employee Handbook:

  1. All employees know and have read the core mission of the company.
  2. All employees understand the expectations of their job whether it is in regard to workplace attire, hours of operation, expected behaviors, harassment, or even drug and alcohol use.
  3. All employees will have a written document explaining the benefits whether they are medical, dental, retirement or paid time off.
  4. All employees and managers will have a written document explaining the need to comply with state and federal laws.
  5. All employees will understand where to turn to if they need help.
  6. All rules and specific policies are clearly stated for all employees to read and follow.
  7. All managers and leadership position understand their role including the consistent and fair dealings with each employee.
  8. Serves as a reference guide for both the employee and the employer, thereby eliminating common misunderstandings and unreasonable employment expectations.
  9. Allows all employees regardless of level, to understand the compliance regulations of the company when it comes to technology use/misuse and communications outside and internally within the company.
  10. Explains all safety regulations and rules so that the work environment can remain a safe and secure place to work.