Key Employees Management Staff With Low Unemployment Employment Branding For Top Performers For Sales Growth Before Interviewing Strengthening Recruiting
Consulting Key & Exec Comp Reviews & Analysis Wealth Management Training Implementation For Retention Maximizing ROI
For Hiring For Managing For Promoting For Understanding For Retention For Growth For Team Building Etc.
Basics As the leader When hiring Getting along Getting Results Project Management Day to Day
Customized Services Consulting/Coaching Support Types of Owners Thriving with Style Your Owner Profile Project Management Growing Revenues Off-loading Succession Planning Getting to the Next Level Growing Infrastructure Problem Solving Training
Companies ask me “when is a good time to be sure we are in compliance with state and federal employment laws? “ My question is when did you last have an assessment of your human resource function? Laws change yearly and sometimes quarterly and monthly…there is always a reason to review where you are at with employment policies, paperwork and policies not to mention your employee handbook. As laws change at the Federal and State level your employee handbook needs to be updated so that you are in compliance with the new laws and not reflecting old policies relating to old laws.
So if you haven’t had some kind of evaluation over the last 12-18 months, now is the time…when you do NOT have any employee issues. That way you can sleep better at night.
As a small business owner, you don’t know what you don’t know. It is good to have someone watching out for all of the changes in MA as well as the Federal government. Feel free to reach out and we can make this easy for you to get into compliance.
That is just one example of compliance that changes more regularly than you might think.
Recruiting & Retention
So, are you hiring this year?
You have found that using a hiring assessment helps to strengthen the hiring of top performers and you know what your new hire’s cognitive, behaviors and interests are and how they match up with your company, your department and your role? What else is needed for your employee to be a top performer??? OR will it happen on its own??
Finding a top performer is one thing. Ensuring they will be a top performer at your company does not happen in a vacuum. It is important to set your new hire up for success as a top performer at your small business organization.
Here are some of the things you can do to help ensure that the top performers that you have hired continue on that path in their new role with you.
A good employer onboarding process will be one key to not losing a new hire after a few months in a new role. We talked about that in our July Newsletter. The cost of not having one (or not a good one) is employee turnover early on in the role…perhaps as early as 2-3 months in the new role.
As part of onboarding, defining goals and objectives that are measurable and giving feedback are important as well as holding them accountable and rewarding them. Rewarding for success is empowering and it doesn’t always need to be a monetary reward.
Since most companies don’t hire perfect employees or employees that have ALL the necessary skills to be successful in a role (if you do what will they learn and how will they grow and be challenged?). Understanding their learning needs and developing a process to support that learning is important as well. Then measuring that learning and the accountability of the learning as well as its implementation are pieces in the performance puzzle as well.
All of this ideally would take place in an environment whose culture values top performers and this type of management process. If your manager is emotionally intelligent as well, then you have a wonderful recipe to start not only hiring but also supporting successful top performers at your small business post hire.
Your manager or you, if you are their manager will understand how to coach your new hire to continue being a top performer with guidance provided by the assessment that now becomes a development tool. The assessment can be used effectively throughout the life cycle of the employee. If additional resources are needed, they can be provided.
If these things sound like too much for you to handle on your own, feel free to reach out and ask for help!! It is not as difficult as it may sound and the rewards are endless!! It may help you sleep better at night!
There is a lot of talk about new trends in 2018 in these two areas. We talked in July about employers who offer to help their employees pay off their student loans. It is a win-win, as not only does the employee get help but the employer gets a tax deduction. The article goes on to say that another perk employers are offering for employees who have college bound children, is an automatic payroll deduction into a number of college savings accounts.
Some additional perks are in the area of the GIG economy and companies hiring project based or part time workers that they hadn’t hired in the past. They see the value of this newer type of worker.
What perks is your company using to attract and retain top performers?? If you would like to discuss, please feel free to reach out and ask to speak with one of our benefits experts.
There are many moving parts to being a small business owner. We specialize in helping the small business owner with the challenges that keep them up at night in relation to their people, their profits and the planet (the community that they live and work in).
If we haven’t hit on a topic that interests you yet, please reach out and contact us to see if there is synergy between our two companies and if we have solutions for you.
After 30 plus years as a small business owner….as Farmers Insurance says…"we have seen a thing or two" so we may be able to help.
We believe that small businesses deserve the resources and solutions that the big companies have, but at a small business price tag.
The information contained within this newsletter is timely and is not to be confused with legal advice. For specific legal advice, contact your attorney as always. This is a snippet/highlight of a couple of current legal updates, but is NOT meant to be representative of ALL of the employment law activity/updates in the employment marketplace at this time.
To schedule a discovery meeting to see if we are a good fit for you on any of these topics or others, feel free to reach out to Kathy Barron at Kbarron@accurateresourcegroup.com or direct line: 1.508.769.7374.
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Accurate Resource Group, Inc.
1900 West Park Drive, Suite 280
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