A tough decision for many small business owners today is deciding on the right time to hire an HR professional. Most business owners have navigated through funding, have established their customer base, have a strong idea of what they want their company culture to be, and have a plan in place to grow their business. However, they may be uncertain as to when is the right time to add an HR professional to the mix.
If you’re thinking about using a PEO, do yourself a favor and ask these five essential questions.
How long has the PEO been in business? There’s no replacement for experience and know-how, and in general, the longer the PEO has been in business, the more efficient and effective they are in serving your needs.
Is the PEO ESAC-accredited? Accreditation through the Employer Services Assurance Corporation provides a $15 million surety bond to clients in the event that the PEO were ever to go bankrupt. It protects clients and provides assurance that their workers’ compensation insurance, their benefits premiums, and their payroll taxes are paid accurately and on time.
Disaster can strike anywhere, as we’ve seen all too often. Reports of communities decimated by natural disasters like hurricanes, floods, earthquakes and tornadoes, as well as man-made destruction such as fires or terrorism, are in the news almost weekly. In addition to deep human tragedy and physical damage, these events also leave economic scars. After a major disaster, 25 percent of impacted businesses will not reopen, and fewer than 30 percent of those that do will remain in operation two years later.
It’s every manager’s worst fear: an employee has given notice he/she is leaving the company. If handled correctly, an employee’s departure doesn’t have to be a bad thing.
But how did the employee break the news? How did the manager take it? How will the company react? What made the employee want to leave in the first place? These are all valid questions to consider. Only when employee and employer partner as they did before notice was given can the outcome be good for both sides. Whether you are on the employee or the employer side, here are some guidelines for success. Continue reading “Leaving a Company the Right Way”
I’m a relatively happy person. I have my family (though we are scattered across the U.S.), my pets (low-pitched meows and growls pervade my workspace as my puppy Roxy terrorizes my 14-year-old cat Jacques as I write this), and I have my work.
Now, “W-2 work” has never been a thing I have loved, or oftentimes even liked, over my many years on this earth. I have excelled as a self-employed individual when I could afford it, but it is an expensive game in the early years, and not one many of us can afford, so we expense-poor entrepreneurs may eventually turn to the dreaded employment.
Working for Staff One HR has changed my perception of working as an employee.
On November 1, 2017, I started a new adventure with Staff One HR. Human Resources Generalist Marissa Corken conducted my initial orientation and gave me the tour of our office and the building. My office was decorated with a welcome sign signed by everyone, plus a picture of my personal family. We even have a free gym on site, complete with showers.
Our HR Director took me to lunch on my first day so we could get better acquainted. As the week went on, I found it refreshing how helpful all my HR teammates were, as well as everyone from other departments. Did I mention that we have free fresh fruit every day and that team members have continued to approach me to ask if I needed anything? I felt soooo welcome! Continue reading “Set the Tone for a Long-Lasting Adventure”
It’s the fourth quarter of the year…what does that mean to you? For many, it’s the time for football, holidays, and vacations. For a business owner, it could mean preparing for the coming year, deciding on health insurance, hiring new employees, researching benefits, making W-2 preparations, and analyzing costs. By partnering with a Professional Employer Organization (PEO), business owners can eliminate or reduce many of these year-end tasks.
There’s a troubling new trend on America’s roads. After years of steady decline, traffic fatalities have risen more than 14% in the last two years. Why? Many experts believe it’s no coincidence that the same two year period has seen a dramatic expansion in mobile phone ownership – and in the ways we use our phones. Using electronics while driving, whether talking, texting, emailing, reading, or updating social media, seriously impacts our cognitive abilities. As a result, we see less of our environment, react more slowly and have a false sense of confidence similar to intoxication.
Our local HR Managers recently attended the HR Southwest conference in Fort Worth, Texas. HR Southwest is one of the largest regional HR conferences in the country, and while it is recognized as the Texas SHRM conference, HRSW attracts HR professionals from across the country. This two and a half day event features an expert lineup of educational sessions, nationally renowned keynote speakers, and great networking opportunities.
While I have been participating in this conference for years, this year’s theme, “Plug In and Power Up for 2018,” resonated with me. Most of the sessions I attended concentrated on retention strategies and preparing for a changing workplace as Baby Boomers continue to exit the workforce at a steady rate; specifically, employee engagement and attachment.
Jill Christenson of Jill Christenson International discussed the importance of forming a company-wide engagement strategy for which all members of management are accountable. She was adamant that employers throw away the constant and ever-changing engagement initiatives and trade up to an engagement strategy that aligns with the strategic goals of the business.
Christenson defined employee engagement as a mutual commitment between employees and the company and explained that engagement happens when employees genuinely trust leadership and feel an emotional attachment or connection to the company or organization. This was a very impactful presentation for me, as I learned that 87 percent of employees are disengaged. Think of it this way: you are the coach of a rowing team of 10, where three are rowing (engaged), five are checking out the scenery (disengaged), and two are literally trying to sink the boat (actively disengaged). Now, think of the boat as a company and you get the picture.
Christensen also explained the difference between being engaged and being happy or satisfied. For example, having a company dog lick your face while you have a free beer and play video games on your break will make employees happy. But will it illicit an emotional connection to your company? Most likely not.
Another session I attended was with Jimmy Taylor, a BizMultiplier partner, whom I consider a recruitment and employee engagement guru. He presented the theory that all new hires start off being 100 percent engaged with the company and their engagement and attachment to the company remains “moldable” through the first 120 days. After that time, it is set like concrete unless the employee changes positions, departments, or managers. His strategy is to focus on your front line managers, as they control the relationship with the employee. Training your front line managers in successful recruitment and onboarding from Day One. Taylor stresses that onboarding is not orientation (Note: the author has discussed the difference between the two in a previous post.). He states that new hires all want the same four questions answered:
- Where are we going?
- How are we going to get there?
- What is my role?
- What’s in it for me?
Line Managers must be trained in the in the process of hiring and managing for engagement – from candidate sourcing through performance management to employee exits.
This is really just the tip of the iceberg of what was available to HR professionals at the HR Southwest conference! I’m excited to put the things I’ve learned to work for my clients as we look forward to 2018.
When we consider that our country’s unemployment rate is finally back to where it was more than 10 years ago, along with the Boomers exiting the workforce faster than the millennials and generation Z can enter it, some, if not most, industries will see a significant shortage of qualified candidates. I believe that employers will need to shift their focus to creating a more inclusive, flexible, and engaging workplace for their employees so they can continue to retain their top talent while attracting more of the same.
Contact the author directly at firstname.lastname@example.org.
Let’s say “Sally from Accounting” slips on a slick spot in the break room and falls. You rush to the scene and find Sally sitting down, cracking a joke about “seeing stars.” She insists she is “fine” and doesn’t need to see a doctor. She laughs it off, but her co-worker Carl, who witnessed the whole thing, isn’t so sure. He says Sally hit her head hard on the kitchen floor when she fell. She admits she feels a little “dazed,” but she’s sure that it will pass. Sally isn’t bleeding and she insists she isn’t hurt. But is that enough to determine that she doesn’t need medical help?